Diversity week presentation 2011

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Diversity Week Presentation from Billy R. Thomas, MD, Vice Chancellor of Diversity, University of Arkansas for Medical Sciences.

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Diversity week presentation 2011

  1. 1. A Vision for Diversity and Inclusion at UAMS Dan Rahn, M.D. Chancellor Billy R. Thomas, M.D. Vice Chancellor for Diversity September 26, 2011
  2. 2. Diversity The richness of human difference; encompasses socioeconomic status, race, ethnicity, language, nationality, sex, gender identity, sexual orientation, religion, geography, disability, age, and individual aspects such as personality, learning styles, and life experiences.
  3. 3. Inclusion The core element for successfully achieving and sustaining diversity.
  4. 4. Campus Climate and Communication <ul><li>A campus environment that values and welcomes diversity and is supported by broad collaboration and a free exchange of ideas and information. </li></ul>
  5. 5. Patient Care <ul><li>Patient care that is culturally appropriate and of the same high quality for all individuals, regardless of race/ethnicity, age, gender, sexual orientation, income, disability, language, religion, culture, or national origin. </li></ul>
  6. 6. Recruitment & Retention <ul><li>A diverse student body, staff and faculty that enable UAMS to achieve diversity goals and serve as an institutional role model. </li></ul>
  7. 7. Education & Training <ul><li>Students, faculty and staff are prepared as professionals to work in an increasingly diverse world. </li></ul>
  8. 8. Research <ul><li>UAMS researchers representative of general population demographics. UAMS is a leader in research in health and health care disparities. </li></ul>
  9. 9. Human Resources <ul><li>Leadership, management and talent development that foster inclusion and fully utilize diversity in all aspects of the UAMS mission. </li></ul>
  10. 10. Institutional Data <ul><li>Patient, student and employee data readily accessible for purposes pertaining to institutional diversity goals, quality assurance in patient care, education and training, and recruitment and retention . </li></ul>
  11. 11. Community Engagement <ul><li>Community involvement that advances diversity, health equity and cultural competency in all aspects of the UAMS mission. </li></ul>
  12. 12. Diversity and Inclusion Goals
  13. 13. Campus Climate & Communications <ul><li>A campus environment that values diversity and is supported by collaboration and exchange of ideas and information </li></ul><ul><li>UAMS is recognized national leader and institution where diversity and inclusion are valued </li></ul><ul><li>Implementation of faculty, staff and student surveys on perceptions, beliefs, attitudes and experiences around diversity and inclusion </li></ul><ul><li>Launch of diversity e-newsletter </li></ul><ul><li>  </li></ul><ul><li>Initiation of lecture series on diversity and cultural competency </li></ul><ul><li>Annual progress reports to the Chancellor and Cabinet </li></ul><ul><li>Long-term vision/goals </li></ul><ul><li>5-year goals </li></ul><ul><li>1-year goals </li></ul>
  14. 14. Patient Care <ul><li>Patient care that is culturally appropriate and of the same high quality for all individuals, regardless of individual or group differences </li></ul><ul><li>Baseline assessment of UAMS’ compliance with mandates for care of diverse populations </li></ul><ul><li>Long-range plan to ensure health care equity and strengthen cultural competency at UAMS </li></ul><ul><li>IT capacity to support quality improvement efforts </li></ul><ul><li>Multi-disciplinary team in place to assess current processes to ensure health equity and cultural competency </li></ul><ul><li>Long-term vision/goals </li></ul><ul><li>5-year goals </li></ul><ul><li>1-year goals </li></ul>
  15. 15. Recruitment & Retention <ul><li>A diverse student body, staff and faculty that enable UAMS to achieve diversity goals and serve as an institutional role model. </li></ul><ul><li>20 percent increase in underrepresented minority (URM) faculty </li></ul><ul><li>20 percent increase in URM students </li></ul><ul><li>Reduced faculty attrition by strengthening mentoring program </li></ul><ul><li>Analysis of faculty salaries, promotion, tenure and attrition by race/ethnicity, gender </li></ul><ul><li>Launch of data base for all student recruitment activities (ALL colleges) </li></ul><ul><li>Report on barriers and recommendations to minority recruitment and retention </li></ul><ul><li>Formalize partnerships with AHECs </li></ul><ul><li>Quarterly and annual reporting </li></ul><ul><li>Long-term vision/goals </li></ul><ul><li>5-year goals </li></ul><ul><li>1-year goals </li></ul>
  16. 16. Education & Training <ul><li>Education and training that prepares faculty, staff, students and employees as professionals in an increasingly diverse world </li></ul><ul><li>Evidence-based curricular improvements in place that address cultural competency, health/health care disparities and social determinants of health, as well as mechanisms for monitoring effectiveness </li></ul><ul><li>Service learning and other approaches that provide a “holistic” approach to patient care </li></ul><ul><li>Baseline audit of educational and training pertaining to health inequities, cultural competency, and professionalism </li></ul><ul><li>Multi-disciplinary team to develop strategies for improvement </li></ul><ul><li>Long-term vision/goals </li></ul><ul><li>5-year goals </li></ul><ul><li>1-year goals </li></ul>
  17. 17. Research <ul><li>UAMS researchers representative of state population demographics </li></ul><ul><li>UAMS is leader in research into health and health care inequities </li></ul><ul><li>20 percent increase in underrepresented minority (URM) PhD, MD/PhD’s, post doc and faculty </li></ul><ul><li>Strengthened partnerships with local colleges (targeting HBCUs) through bridging grants and minority supplemental grants to junior faculty </li></ul><ul><li>Assessment of baseline funding (external) based on race, ethnic background and gender </li></ul><ul><li>Increased institutional and external funding (through T, R, K and U awards) to support URMs in biomedical research </li></ul><ul><li>Long-term vision/goals </li></ul><ul><li>5-year goals </li></ul><ul><li>1-year goals </li></ul>
  18. 18. Human Resources <ul><li>Leadership, talent development, and management that foster inclusion and utilize diversity in all aspects of the UAMS mission </li></ul><ul><li>Diversity and inclusion is not just an academic endeavor but a campus wide initiative that will include the entire campus community </li></ul><ul><li>Education/training series for UAMS leadership on inclusion and diversity as it relates to success of an academic health center </li></ul><ul><li>Education/training for UAMS managers on how to be leaders that maximize the utilization of diversity of employees </li></ul><ul><li>Strategic plan to address HR issues pertaining to diversity, inclusion and talent development at an academic health center </li></ul><ul><li>Long-term vision/goals </li></ul><ul><li>5-year goals </li></ul><ul><li>1-year goals </li></ul>
  19. 19. Institutional Data <ul><li>Patient, student and employee data readily accessible for purposes pertaining to institutional diversity goals and quality assurance in patient care, education and training, and recruitment and retention </li></ul><ul><li>Development of consolidated patient data and IT infrastructure that continues to protect the privacy of our patients while providing analytics for population-based activities relating to improving  health and healthcare </li></ul><ul><li>Through the statewide database system and in conjunction with AHEC develop a student data base and tracking system for ALL colleges. </li></ul><ul><li>Long-term vision/goals </li></ul><ul><li>5-year goals </li></ul><ul><li>1-year goals </li></ul>
  20. 20. Community Engagement <ul><li>Community involvement that advances diversity, health equity and cultural competency in all aspects of the UAMS mission </li></ul><ul><li>Development of community advisory board and partnerships with communities, universities, community-based organizations for purposes of education, service, and research </li></ul><ul><li>Develop “community homes” through a multidisciplinary approach – experiential education through community generated service learning projects </li></ul><ul><li>Long-term vision/goals </li></ul><ul><li>5-year goals </li></ul><ul><li>1-year goals </li></ul>

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